Campaign Prospect Analyst – Temporary

There's no cultural organization in the world quite like Carnegie Museums. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Daniel G. and Carole L. Kamin Science Center, and The Andy Warhol Museum. We're committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time. Carnegie Museums is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community. 

The Campaign Prospect Analyst - Temporary is a key member of the Development Operations, Prospect Management and Research team. This role will be responsible for executing a comprehensive prospect research strategy to support the ambitious fundraising goals of Carnegie Museums. This role provides strategic guidance on all donor research activities, ensuring the effective identification, evaluation, prioritization and assignment of individual, corporate, and foundation prospects across the institute.

The Campaign Prospect Analyst, in collaboration with the Senior Associate Director, informs donor engagement strategy and major gift pipeline development. This position collaborates closely with colleagues across fundraising, institutional advancement, and institute executive leadership.

This is a temporary, part time position estimated to run from May 2026 to December 2027.

QUALIFICATIONS:

EDUCATION AND EXPERIENCE:

• Bachelor’s degree or equivalent combination of education and experience required.
• Minimum of 5 years of progressive experience in prospect research, donor strategy, and/or advancement services experience required.
• Familiarity with the local, regional, and national funding community a plus.
• Completed training through the American Prospect Research Association (APRA) and Membership is preferred.
• At least 3 years of team leadership or developmental oversight experience.
• Demonstrated success building and leading a prospect research function in a nonprofit or academic environment.
• Experience working in Raiser’s Edge fundraising software is a plus.

• Experience working in Tessitura is preferred.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Advanced expertise in donor research methodologies, tools, and ethical standards.
• Strong understanding of wealth indicators, financial analysis, and philanthropic capacity modeling.
• Must have excellent written and verbal communication, analytical, and organizational skills.
• Strong attention to detail required.
• Maturity of judgment and discretion in handling sensitive and confidential information.
• Proficiency with MS Office applications including Word, Excel, and PowerPoint.

• Able to work in a fast‐paced, results‐oriented environment with shifting priorities.
• Present a collaborative and customer-service oriented demeanor.

PHYSICAL REQUIREMENTS:

• Work is primarily sedentary in nature; no special demands are required.

Candidates will be considered qualified if they can perform the essential functions of the job with or without reasonable accommodation. 

ESSENTIAL FUNCTIONS AND ACCOUNTABILITIES:

• Manage and implement prospect research and donor strategy infrastructure to support all fundraising programs including major gifts, campaign, institutional partnerships, and planned giving.
• Collaborate with other members of Prospect Management & Research team, as well as senior development leadership to develop and maintain a robust, dynamic donor pipeline that support long-term revenue growth and major campaign initiatives.
• Provide sophisticated, high-impact donor intelligence including research briefings, wealth screenings, and philanthropic trend analysis to inform cultivation, solicitation, and stewardship strategies.
• Analyze financial documents (e.g. IRS 990s) to assess giving capacity and philanthropic alignment.
• Oversee the accurate and timely documentation of prospect management plans and actions in CRM database (e.g. Raiser’s Edge, Tessitura).
• Serve as a thought partner to Development leadership, supporting donor strategy through actionable insights and research.
• Build strong, trust-based relationships with frontline fundraisers, executive staff, and institutional partners to ensure aligned fundraising strategies and donor engagement.
• Other duties as assigned.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity Employer

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.