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April 10, 2014 By Helen Brown

You really should get out more

Strong wind blows the clothes hung on the clotheslineYou need to spring clean your brain – really air it out and get new, fresh ideas in. At least, I know I do. This time of year, I start itching to get out and meet people and learn lots of new things. It’s always worth it when I make the effort.

[Read more…]

Filed Under: Career development Tagged With: APRA, Association of Professional Researchers for Advancement, CARA, MARC, NEDRA, OPRN, prospect research, training

March 13, 2014 By Helen Brown

What do you say?

appetizer

Counter to what you’ve probably been thinking, I do have more to do than simply wax philosophic about what it means to be a provider of fundraising intelligence. I do sometimes go on a bit when I get passionate about a topic, and I realize that my last few blog posts have been heavy on the forty thousand feet and light on, well, the feet.

[Read more…]

Filed Under: Career development, Research Department Success Tagged With: prospect research

August 22, 2013 By Helen Brown

Research Magic

I think it’s easy to get frustrated with assumptions that some front-line fundraisers have about prospect research. On the one hand, we researchers want people to see us as a resource. Indispensable. That we have (or can get) all the answers. Fast.

As a personality type, we tend to be diligent and dogged sorts of people – we generally can’t rest until we find the answer. We learn Boolean logic. We use databases that give us reliable answers. We get faster at it and we’re proud of our agility and reliability.

But that can foster an assumption that research profiles just appear (poof!) with the push of a button. Or that full profiles only take a couple of hours to do.

As a colleague at the APRA conference said two weeks ago, “Research profiles take two hours to do just like a major gift takes 18 months to get.”

They have no idea what we do all day…

A few months ago I did a training session – an introduction to prospect research – for a development team at a mid-sized nonprofit that had no researcher. I asked them to give me the name of one of their donors that they’d recently researched using the big search engine. They were feeling pretty confident that it had turned up everything there was to find about their Mr. Smith.

So first I used that search engine (and taught them about a couple of others) and we went through the results. Then I pulled out my research magic wand.

I admit, I just love the ooohs and the aaahs that always generates. Then I showed them a few other fee-based resources we use. Deep web, pay-wall, give-me-the-serious-411 kinds of resources.

“Wow, that’s a lot of information. It must take you forever to visit all these sites and pull together a profile on someone” said the director of major gifts.

…and we have no idea what they do.

But before we researchers start feeling too smug here, let me just say that we make a lot of assumptions, too, about what fundraisers do all day. The good ones make it look easy – but it’s a lot of hard work and it takes longer than we think.

So here’s my proposal: The next time your development office does a brown bag lunch together, show each other what you do. Just a half-hour each. Talk about how much time each thing that you do takes and what your greatest joys and frustrations are.

Honestly, it’ll just be…magic!

Filed Under: Campaign Success, Career development, Effective searching, Research Department Success Tagged With: Bing, Blekko, DuckDuckGo, Ixquick, LexisNexis for Development Professionals, prospect research

August 16, 2013 By Helen Brown

The true test of research

Changed priorities ahead EDIT

“The true test of research is whether people use it – for reference, for influence, and most importantly, for change.” *

 

We all want our work to mean something, don’t we? It just kills us when research (or screenings, or any information, really) just sits on a shelf unread. Unused. All that work – all that potential – just…going nowhere.

In order for it to be a force for change, our research has to grab hold of people and inspire them to take action with it. How do you do that?

Is your research being used?

How do you know for sure? Have you talked with your end users in the past 6 months? Are reports being delivered in a format that is helpful or would a different deliverable be better (fit for iPad, or in a podcast?). Do they contain the right amount of information? The right information? If so, have you shared your success stories with peers in the profession? What’s business-as-usual for one could be innovation to another.

Is your research creating change?

How do you know for sure? Are you measuring its impact? Maybe it’s making more of a difference than you think. Or maybe by tweaking your resources, your training, or your delivery methods a little bit you can deliver significant improvement. What metrics can you use to track and discover your success and gaps?

Your research and the critical information it delivers can create change.

How do you want to be part of that change?

*DFID website, several months ago. Sadly the quote is no longer there but they’ve got other great ones, as well as really interesting research studies.

 

Filed Under: Career development, Research Department Success Tagged With: DFID, prospect research

July 5, 2013 By Helen Brown

More than just prospect research

Next month, members of the Association of Professional Researchers for Advancement (APRA) will gather in Baltimore, MD for the association’s annual conference. If you know someone who is thinking about a career in prospect research or are a supervisor with a staff member who needs training, this really is the conference for them to attend. Topics will range from basics training for new researchers to in-depth training on fundraising analytics and everything in between.

Throughout the rest of the year, many APRA chapters offer excellent continuing education, including networking events, brown bags, and conferences. Both APRA and many of its chapters also have monthly or quarterly newsletters as well.

BUT…in addition to APRA, there are a variety of allied professional associations that are highly relevant to prospect research, and reading their newsletters and blogs, and following the associations or members on social media can be a great way to enhance a researcher’s knowledge. They include:

  • the Association of Advancement Service Professionals (AASP)
  • the Association of Independent Information Professionals (AIIP)
  • Strategic and Competitive Intelligence Professionals (SCIP)
  • Special Libraries Association (SLA) – Information Outlook, their association’s bi-monthly newsletter is available free at their website.

Finally, besides the newspapers and magazines that we may subscribe to keep up on business and industries there are also several journals, websites and blogs that provide insight about the craft of information discovery and searching. They include:

  • InformationToday
  • Online Searcher
  • ResearchBuzz
  • SearchEngineLand

 

What resources do you follow to stay up on the craft of research? Share!!

Filed Under: Career development, Effective searching Tagged With: AASP, AIIP, APRA, Association of Professional Researchers for Advancement, Information Today, Online Searcher, prospect research, prospect research resources, research training, ResearchBuzz, SCIP, SearchEngineLand, SLA

June 17, 2013 By Helen Brown

Prospect Research’s Strategic Advantage

chess piece

If you’re not a prospect researcher, or if you’re new to the field, you might not know that we researchers have a running conversation going on every day on a listserv called PRSPCT-L (affectionately known as “the L”). Researchers, front-line fundraisers, and vendors to our industry post helpful resources, interesting articles, questions and the occasional “Friday Funny.”

Sabine Schuller (who always seems to have her finger on the pulse of what’s important in search) recently shared an article on the L, which she found in a monthly eBulletin published by the professional association of Strategic and Competitive Intelligence Professionals (SCIP). As we read it, Sabine suggests that we replace “competitive intelligence” with “prospect research”:

Is a “Googlized” Workplace Replacing Dedicated Competitive Intelligence Resources?

It’s an opinion piece by Dr. Ben Gilad, President of the Fuld-Gilad-Herring Academy of Competitive Intelligence, who – rather provocatively – claims that in-house competitive intelligence officers (prospect researchers) will soon be a thing of the past – made redundant by vendors and consultants who provide easier, direct access to information that decision-makers (front-line fundraisers) need. His thesis (for our purposes) is:

If fundraisers can get answers quickly themselves, or have it fed to them by push technology, why do they need an in-house person to do it?

Which is a good question – if fundraisers are truly getting their questions answered. But I don’t buy into the notion that they are. Or that all in-house researchers will go the way of the dinosaur.

Some small-to-midsize organizations might end up eventually dissolving their prospect research departments because (in the long run, with strategically outsourced help), it may be cheaper and more efficient to do so. And by prospect research, I mean profile-writing, prospect identification and data analytics, which are easier to outsource. Prospect management, the other leg on the prospect development stool, is harder – although not impossible – to outsource.

But for large shops like universities and medical centers, research would still be more cost-efficient to keep in-house as part of a dynamic and effective knowledge center. Why?

Experience.   Context.   Strategy.

In the long-term, small to mid-sized organizations may not want to (or be able to) afford to train and sufficiently support a researcher to the level and years of experience that makes the critical difference when the rubber hits the campaign road. At some point, it is inevitable that a good researcher will want to leave for a more challenging assignment with better resourcing. And then the small shop is back at square one, rebuilding again. It’s a cycle that gets expensive for a shop with limited resources in the first place.

Universities, medical centers and large prospect research groups like HBG can afford to invest in training and resourcing staff to build that experience and strategic knowledge. It’s worth doing. Look at the huge impact it had on Brown University’s campaign.

How do we professional researchers set ourselves apart so that the difference between what can be gotten from technology and what prospect research can do is apparent?

It’s easy: Fundraisers are looking for more than just information, deeper than what’s found in Google.

They want answers to questions like: What does this job title mean? What kind of assets are we talking about? What is the prospect’s lifestyle like? Who do they know? What do they care about? How much should we ask them for? How can we connect with them? Who else should we bring into the pipeline?

Experience, context and strategy. These are the things we can bring.

Is technology going to make prospect researchers obsolete? I doubt it, at least for now – especially considering Google’s obsession with personalized search, which takes them farther away from being a reliable professional search resource. When computers reach Star Trek level, when they can provide strategy based on all of the information provided – then we’ll be in trouble. But based on how Watson fared on Jeopardy, I think we’ve got a couple of years yet before we have to worry about that.

BUT: In order to stay relevant, now and in the future, we professional researchers must provide what technology does not.

 

Filed Under: Career development, Strategic planning Tagged With: Ben Gilad, competitive intelligence, Fuld-Gilad-Herring, information professionals, nonprofit trends, prospect research, Sabine Schuller, SCIP

June 11, 2013 By Helen Brown

Getting at information sideways – job interviews

Interview

As the economy starts to pick up, particularly here in New England, I’m seeing more jobs opening up in prospect research. People are starting to feel confident enough to move around, move up, or expand a research department in anticipation of a capital campaign.

Which means lots and lots of job interviews will be happening over the coming months.

An interview isn’t just stressful for the candidate. For the hiring manager, it can be really stressful, too, especially if they’re not comfortable doing interviews. A lot of time and effort goes into training a new employee – even an experienced one – and getting the right person in the job is incredibly important.

Trust me here: tired old chestnuts like “What are your strengths and weaknesses?” are not the way to go. An interviewer will rarely find out what they need to know, and it signals to the interviewee that their potential new boss isn’t creative or super-sharp.

The key is to ask questions that make the interviewee think on their feet and that shed light on their personality, ambition, intelligence and work habits. It’s what I call getting at information sideways.

I recently found a great article from Inc. magazine called “14 Revealing Interview Questions” that I thought you might find as interesting as I did. My favorite questions were:

1. If we’re sitting here a year from now celebrating what a great year it’s been for you in this role, what did we achieve together?

I like this question because it encourages the candidate to imagine the impact they can have on a program but also to reveal where they think their limits might be. It encourages them to be creative and to express what they know about the job and its purview.

3. If you got hired, loved everything about this job, and are paid the salary you asked for, what kind of offer from another company would you consider?

This was a real stumper for me, as I can imagine it would be for any interviewee. The person who came up with the question, Ilya Pozin, founder of Ciplex, said “I like to find out how much the candidate is driven by money versus working at a place they love. Can they be bought? You’d be surprised by some of the answers.” Answer this question for yourself right now – does your own answer surprise you?

Getting at information sideways

There are 12 other great questions in the article that encourage interviewees to reveal the things a hiring manager needs to know. Is the candidate smart? Creative? Efficient? A problem-solver? Self-starter? Team player? Truthful?

A question I like to ask is “Tell me something about your current/most recent job that you don’t like.” I once had a candidate tell me “Nothing. I like everything about my current job.” For the rest of the interview I wondered “How can that be so? If they like absolutely everything, why are they sitting here? What aren’t they telling me?”

Another favorite of mine is “Tell me about an experience at work where you had a conflict with another person, and what you did to resolve the situation.” One candidate answered, “Oh, I just smacked her.” I waited the requisite three beats for the mischievous look and the “Just kidding!” – but they never came. Yikes.

What interview questions do you like to use that get at information sideways? What questions have been asked of you that really made you think?

 

Filed Under: Career development Tagged With: job interview, job interview questions, prospect research

March 26, 2013 By Helen Brown

Prospect Research for Fundraisers – the Book!

 

BookLook at what arrived by special delivery today!

It’s an advance copy, meaning that for all of you who pre-ordered (and thank you for that, by the way!), yours will be arriving very soon.

If you haven’t already ordered it, now’s the time to get your very own copy hot off the presses! Just click that little book cover over there on the right to buy it at a discount (!).  It will be on your doorstep in no time. This book has got everything anyone working in fundraising needs to know about prospect research. You’re going to love it.

Thank you to everyone who was involved: those who agreed to be interviewed, who were the subjects of case studies, who provided quotes and who read (and re-read!) drafts and offered sage advice and suggestions. And the biggest thank you to my co-author, the awesome Jen Filla.

Filed Under: Campaign Success, Career development, Effective searching, Fundraising Analytics, Fundraising Ethics, News, Non-profit trends, Prospect identification, Relationship management, Research Department Success, Researching Companies, Researching Individuals, Strategic planning, Trust & Foundation Research, Wealth screenings Tagged With: prospect research, Prospect Research for Fundraisers

February 14, 2013 By Helen Brown

Send your best researcher home

office distractions

Tell me the top 3 things that you love about working here.

Now tell me the top three things you don’t like.

When I work with a client to audit their prospect research department, the answers to those two questions tell me a lot about both the nonprofit and the person I’m interviewing. When I review the answers of 10 or 20 employees, I start to see patterns of strength and gaps to be filled. Taken across several organizations, I hear a lot of the same things. From prospect researchers, I almost always hear

I wish they would let me work from home.

I would like flexible hours.

When I bring this up with their supervisors or leadership, I often hear “Yeah, yeah. Employees always say that. It’s never going to happen. They’re not living in the real world.”

Here’s Real World: A recent survey by career-management firm Right Management found that 86% of the people they polled said that they planned to actively search for a new job in the coming year, up 26% since 2009. A combination of work-place stress and doing more for the same salary were the major contributing reasons.

The reality of a typical prospect research professional’s work environment is that it’s a 90 percent computer-based job. If researchers and front-line fundraisers in medium to large shops communicate, it is mainly through email, forms, or on the telephone. Face-to-face time is generally a very small part of the relationship, maybe a couple of hours a week.

Research requires concentration – a lot of it. Have you ever tried to add up a column of figures while someone else is carrying on a conversation in the next cubicle over? It doesn’t matter if they’re discussing a work project or dishing about Downton Abbey, a constant background hum like that is distracting. The more distractions, the more on-the-job stress there is.

On Marketplace Radio, Stephen Dubner, the Freakonomics co-author, told the story of C-trip, the Chinese equivalent of Expedia. In order to save money on expensive office space, the C-trip CEO, James Liang, PhD (Economics, Stanford) decided to try an experiment. C-trip allowed 255 workers that wanted to work from home to try it out for 9 months. The company figured that they would save money on office space and attrition, but lose money on productivity. They hoped that those factors would balance each other out.

What they found was that productivity from the work-from-home group was actually 13% higher than their in-office peers. Employees’ stress from commuting was eliminated, they took fewer sick days and they got to work on time more often than their office-commuting colleagues.

In fundraising, we all know that it’s always cheaper to retain a donor than it is to acquire one, and the same is true for workplace talent. Some people prefer (and thrive in) an office work environment, and working from home is certainly not for everyone. At-home workers have a responsibility to track and maintain their same (or increased!) productivity levels, and the arrangement does require a commitment to communicate well. But for the manager of a valued, reliable prospect researcher, the flexibility of offering that worker the opportunity to work from home even a few days a week might be just the perk that not only retains them, but increases their job satisfaction, their loyalty to the organization, and their overall health.

Here at HBG, we have a new and beautiful main office where I and two other colleagues work most days, but the rest of my senior staff work from home. It works out well for all of us, and I think it’s one of the reasons why my staff work hard, produce great research, and stay with the company.

Does your nonprofit allow you or others to work from home? If so, what are the positives and negatives that you’ve found?

For further reading:

The Brown university white paper on the C-trip experiment can be found here.

Richard Branson’s recent blog post: Give People the Freedom of Where to Work

Forbes blog guest post by Gary Swart, CEO of oDesk: Marissa Mayer Is Wrong: Freedom For Workers Means Productivity For Companies

Filed Under: Campaign Success, Career development, Strategic planning Tagged With: C-trip, Freakonomics, James Liang, Marketplace Radio, prospect research, Stephen Dubner, working from home

January 24, 2013 By Helen Brown

Five key features of great prospect research departments

 

As the new year builds up a good head of steam moving toward February, now is a good time to take stock of your prospect research department, whether it is you, or someone else, or (lucky you!) a department you supervise.

Today I was thinking about what makes for greatness in a prospect research department. Here are the components I’ve noticed from the organizations I’ve worked with, learned from and mentored over the years.

They know what their research is for

Great research departments understand the nuances between what is needed for identification, cultivation, solicitation and stewardship research. They work closely with fundraisers to target how much time to spend on a request, and they stay focused on exactly what is needed.

They know the priorities for today, 6 months from now, a year away, and 5 years out.

Great research departments work closely with peers and managers to develop an operating plan that helps them stay on task – geared to what the divisional priorities are. They use metrics to communicate their impact on the bottom line, and to make sure their work remains relevant and aligned.

They embrace innovation

Whether it’s creating new report formats or ways of delivering information, learning new research methods or investigating a new trend, great research managers embrace change and innovation. They go beyond reading trade journals to read books like Exceptional Service, Exceptional Profit by Leonardo Inghilleri and Micah Solomon, the Go-Giver by Bob Burg and John David Mann, or Delivering Happiness by Tony Hsieh of Zappos to see how innovation and ideas from allied fields can elevate their department’s quality, productivity and visibility.

They stay current on resources, trends and skills

The best research teams regularly attend continuing education conferences and web seminars, benchmark with peers and take advantage of free learning by following people on Twitter, blogs and other social media. Some of these smart and generous folks include bloggers like the collective at APRA Mid-South, Chris Cannon, Chris Carnie, Mark Egge, Jen Filla, Kevin MacDonell and Liz Rejman, just to name a few. You can find these folks on Twitter, as well as others well worth following – visit this list to see the prospect research tweeting superstars. (If you’re a blogging or tweeting prospect researcher and you’re not on this list, please let me know!)

They believe in the mission

Great teams consist of people who get paid for the privilege of working somewhere they would care about even if they weren’t on staff. There are over 1.5 million nonprofits in the United States, and life is too short to be unhappy at work. Great researchers find a mission to believe in and give it their heart and soul. They also believe in the mission of prospect research as a profession, and are proud to be “out” in the community representing what we do best: helping nourish, protect, educate and grow our communities and our world.

What other key features of great prospect research departments do you think are important?

Filed Under: Campaign Success, Career development, Research Department Success Tagged With: APRA, Bob Burg, Chris Cannon, Delivering Happiness, Exceptional Profit, Exceptional Service, Go-Giver, innovation, Jennifer Filla, John David Mann, Kevin MacDonell, Leonardo Inghilleri, Liz Rejman, Mark Egge, Micah Solomon, prospect research, Tony Hsieh, Twitter, Zappos

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David’s career in prospect research began in 2009, as a graduate research assistant at the Shippensburg University Foundation. In 2011, He became a development researcher for the University of Virginia. In 2015, David became assistant director of prospect research at the University of Baltimore, serving for 3 years. Recently, he was the director of development for Trees Forever. David Joined the Helen Brown Group as a research assistant in January 2020. He earned a B.A. in Theater at Indiana University of Pennsylvania and a M.A. in Applied History at Shippensburg University. David is a member of APRA and APRA Great Plains.

Kenny has worked in development since 1999 and has been involved in prospect research since 2002.

Prior to joining The Helen Brown Group, he was the director of donor and prospect research at the United Way of Massachusetts Bay. Kenny is a member of APRA and NEDRA.

Tara first began her career in development in 2002 supporting the Major Gifts department at Simmons College, and ultimately went on to serve as Assistant Director of Prospect Research. Since that time, she has also worked as a Senior Research Analyst at MIT, as Associate Director of Prospect Management and Research at the Harvard Graduate School of Education, and as Director of Development Research at Combined Jewish Philanthropies (CJP).

Tara originally joined the Helen Brown Group team in 2007 and served as a Research Associate and ShareTraining coordinator until 2008 – she rejoined the company as a Senior Researcher in 2013 and was promoted to her current role in 2018.

She has been an active volunteer with NEDRA for many years and served on the board of directors from 2010-2016. During her time on the NEDRA board, she served in many different roles, including terms as Vice President, Secretary, Chair of the Website and Technology Committee, Chair of the Volunteer Committee, and as Chair and Editor of NEDRA News. She is currently a member of the NEDRA Bootcamp faculty. In addition, Tara has also been involved as a volunteer with Apra, serving stints on the Membership Committee, Chapters Committee, and Bylaws Task Force.

Angie began her career in development in 1999 at Virginia Tech in Corporate and Foundation Relations and later in prospect research at the University of Connecticut Foundation.

A graduate of the University of Tennessee at Martin, her experience includes grants management at the University of South Carolina, program evaluation for South Carolina Research Authority and human resources analysis for Nissan North America.

She returned to development in 2007 and worked in various prospect research positions at Vanderbilt University, including Associate Director. She was named Director for Vanderbilt University Medical Center’s research office in 2015, and joined The Helen Brown Group in 2016.

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Josh began his career in development as the Phonathon Coordinator at Keene State College. He then worked at non-profit consulting firm Schultz & Williams in Philadelphia.

He started his research career at the University of Pennsylvania as a Research Assistant in 2005. He then moved over to the Wharton School of Business, where he became the Associate Director, Research and Prospect Management. Josh joined the Helen Brown Group in 2016.

Josh is also a Colorado licensed Realtor and graduate of Lehigh University.

In March 2017, Kristina joined the Helen Brown Group as a Research Associate. Before joining HBG, she was the Research Manager at Pratt Institute in Brooklyn and an Associate Manager of Prospect Research at City Harvest, a food rescue organization. Kristina started her non-profit career as a legal assistant at the Metropolitan Museum of Art in 2004.  She is a member of Apra and Apra Greater New York. She was Apra Greater New York’s Director of Programming from June 2014 to May 2016. Kristina graduated from The University of Chicago and the Bard Graduate Center.

Grace began her career in development in 2001 as Executive Assistant to the Chief Development Officer with Brigham and Women’s Hospital (BWH), a Harvard Medical School-affiliated academic medical center.

In 2003, she became a prospect researcher for the BWH principal and major gifts team and spent the next 11 years in various research positions with BWH, culminating as Assistant Director of Prospect Research. She has been affiliated with The Helen Brown Group since January 2014.

Heather began her career in 2002 as a prospect research coordinator for the Rocky Mountain Elk Foundation and then moved to Carroll College in 2004.

In 2005, Heather began working on her own as a freelancer and eventually started her own consulting firm, Willis Research Services, in 2007. She joined The Helen Brown Group in 2012.

Heather is a member of the Association of Professional Researchers for Advancement and the Montana Nonprofit Association.

Jennifer began her career in development at her alma mater, Wheaton College, where she was an administrative assistant for the major gifts department.

She joined The Helen Brown Group in March 2008. She earned a master’s degree in library science from the Southern Connecticut State University in May 2009. Jennifer is a member of APRA and NEDRA.

Rick has been a member of the Helen Brown Group team since 2005. Prior to joining HBG, Rick was director of research at St. Paul’s School in Concord, New Hampshire. Rick has worked in development since 1996, both in prospect research and major gifts fund raising. His experience includes the University of Vermont, Phillips Exeter Academy and St. Paul’s School.

Rick is past president of NEDRA and is a member of and frequent volunteer for APRA.

Josh began his career in development as the Phonathon Coordinator at Keene State College. He then worked at non-profit consulting firm Schultz & Williams in Philadelphia.

He started his research career at the University of Pennsylvania as a Research Assistant in 2005. He then moved over to the Wharton School of Business, where he became the Associate Director, Research and Prospect Management. Josh joined the Helen Brown Group in 2016.

Josh is also a Colorado licensed Realtor and graduate of Lehigh University.

Mandi has worked in prospect research and management since 2006. She began her development career as a research analyst in development research at City of Hope, an NCI-designated comprehensive cancer center in Los Angeles. From there, she became the manager of prospect development at Huntington Memorial Hospital, a community hospital in Pasadena, CA. Most recently, she was the associate director of prospect research and management at Occidental College, a private liberal arts college in LA.

Mandi has a BA degree in print journalism from Southern Methodist University and a master’s degree of library and information science from UCLA.

She joined the Helen Brown Group in May 2019.

Kelly began her career in development in 2008 as an administrative assistant in Major Gifts at Wheaton College.

In 2010, she became a research analyst at Dana-Farber Cancer Institute in the Division of Development & Jimmy Fund as part of the prospect identification team. Kelly joined The Helen Brown Group in 2013.

She is a member of APRA and NEDRA.

Jayme began her career in development in 2008 at the Rutgers University Foundation, where she spent the next seven years, first in prospect management and then prospect research. She spent several years at Monmouth University as their senior prospect research analyst, working with the fundraising staff, university president, and top leadership. She has worked as both a volunteer and consultant for non-profits in the areas of research and writing.

She earned a bachelor of arts degree from Drew University and a master of communication and information sciences from Rutgers University. She is a member of APRA.

Jayme joined The Helen Brown Group in April 2019.

Julie has managed finances for The Helen Brown Group since its founding.

In her spare time, she is an editor for the PBS series Masterpiece at WGBH. Julie was nominated twice for an Emmy award for her work on the PBS show Zoom.

Heather began her career in development in 2001 as a prospect researcher for National Wildlife Federation (NWF). She was with NWF for more than thirteen years, including nearly five years as director of research and analytics. Heather is a former secretary of the board of directors of APRA-Metro DC.

She joined The Helen Brown Group in October 2014.

David began his career in development at The Gunnery school in northwest Connecticut in 2011, where he worked in database management and prospect research. Subsequently, he joined the College of Saint Rose as a development research analyst before leading Albany Medical Center Foundation’s prospect research efforts as Associate Director of Prospect Research. He has a Bachelor’s Degree in Sociology from Siena College and is a member of APRA and CASE.

Michele began her career in development in 2012 when she joined the UC Berkeley corporate and foundation relations team as a development analyst. She spent a year and a half at Cal before returning to UC Davis as a prospect analyst. She was with the prospect management and relations team at UC Davis for almost three years prior to joining the research and relationship management team at George Washington University as a Senior Prospect Analyst in 2016.

Michele received her BA in creative writing from Florida State University and her MA in higher education leadership from CSU Sacramento. She currently resides in Northern Virginia, is a member of Apra International, and serves as the social media chair for Apra Metro DC. Michele joined The Helen Brown Group in July 2018.

Angie has worked in development since 2002, partnering with a wide range of nonprofit institutions. She began her professional career at Vanderbilt University in research and prospect development.

She has also worked with a number of community nonprofits in front-line fundraising, grant-writing, and event management. Angie holds an MPA in Nonprofit Management from the Indiana University Lilly Family School of Philanthropy and a BS in Journalism from Middle Tennessee State University. She resides in Nashville, Tennessee, and is a member of AFP Nashville and APRA MidSouth, where she has been active on the executive team.

She joined The Helen Brown Group in October 2015.

Maureen has been a part of the non-profit world since 1991. She started out in annual giving at Harvard Law School and continued her career as director of annual/special gifts at UC Santa Cruz.

In 1999 she made the switch from front-line fundraising to serve as director of prospect research/management at Bentley University and in 2001 began her role as administrator for the North American Foundation for the University of Manchester. She became part of the HBG team in September of 2011.

Helen has been a development professional since 1987. Her previous experience includes The University of North Carolina at Chapel Hill, the Albert Einstein Institution, Boston College, the Harvard School of Public Health and Northeastern University.

Currently she works with a variety of clients to establish, benchmark and re-align research departments; identify major gift prospects; and train researchers and other fundraisers through on-site and web-based training services.Helen is a former member of the board of the Association of Professional Researchers for Advancement (APRA) and is past president of the New England Development Research Association (NEDRA). In 2006 she received the NEDRA Ann Castle Award for service to the prospect research community.

Helen is Special Advisor on Fundraising to the North American Foundation for the University of Manchester and is a member of the board of directors of Factary Ltd. (Bristol, UK). She is a member of NEDRA, APRA, the Association of Independent Information Professionals (AIIP), Women In Development, the Association of Fundraising Professionals (AFP) and Researchers in Fundraising (UK).

Helen is a frequent speaker and has led seminars for a number of professional associations, including Action Planning, AFP, APRA, the Council for Advancement and Support of Education (CASE), NEDRA, RIF, the Planned Giving Council of Central Massachusetts, the Georgia Center on Nonprofits, the International Fundraising Congress and Resource Alliance.

Helen is also co-author (with Jen Filla) of the book, Prospect Research for Fundraisers (Wiley & Sons, 2013).