You just hired your dream candidate—a seminary graduate with a great heart and solid references. But three months in, you notice they're stressed about money. Six months in, they're taking a side job. Nine months in, you spot their resume on a job board.
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You're thinking they weren't really committed to ministry. They're thinking you weren't honest about the financial reality.
Sound familiar?
What started so well has become a source of mutual disappointment. And the truth is, this scenario plays out in churches across the country every single week—not because anyone has bad intentions, but because we're all avoiding one critical conversation.
Let's talk about the reality many seminary graduates face: student loan debt ranging from $40,000 to $80,000. That's a car payment and a half every single month—before they even think about rent, groceries, insurance, or gas.
Here's where we get it wrong: We act like calling trumps math. We assume that because someone feels called to ministry, their debt will somehow magically disappear or become manageable on any salary we offer.
But debt doesn't disappear just because somebody loves Jesus and takes a job at your church.
đź’ˇ BIBLICAL PERSPECTIVE
"Suppose one of you wants to build a tower. Won't you first sit down and estimate the cost to see if you have enough money to complete it?" - Luke 14:28
Both churches and candidates need to count the cost honestly before entering into a ministry relationship. Jesus himself taught the importance of understanding financial realities before making commitments.
Here's the typical hiring dance, and I'm guessing you've done some version of it:
Churches: We talk about compensation packages in round numbers. We emphasize benefits and mention "competitive salary." We assume candidates will figure it out because ministry is their calling.
Candidates: They nod along because they don't want to seem money-focused. They convince themselves it'll work out. They're afraid asking too many financial questions will cost them the job.
Result: Both sides avoid the real conversation. Then reality hits after the honeymoon phase, and nobody wins.
Let me be clear: I don't think churches are trying to deceive candidates, and I don't think candidates are being dishonest either. You want to hire great people. They want to serve God. But avoiding the financial reality helps absolutely no one.
When we skip this conversation, here's what actually happens:
What if, instead of avoiding these conversations, we leaned into them early? Here's what that could look like:
Ask directly: "Help me understand your financial situation—specifically, what are your monthly debt obligations?"
Share exactly: Tell them what they'll actually take home after taxes, not just the gross salary.
Walk through reality: Create a realistic monthly budget together based on your area's cost of living.
Give processing time: Let them actually process whether the math works before accepting.
Give permission to say no: Make it safe for them to walk away if the numbers don't add up.
I know what you're thinking: "Todd, we don't normally ask these kinds of questions in interviews." You're right. But these are the questions that come back to bite you at the 3, 6, 9, or 12-month mark when the numbers don't work and someone you invested in walks away defeated.
It's better to lose a candidate than to destroy a staff member.
⚠️ A WORD TO CHURCHES
I talk to candidates all the time who ask, "Why do churches pay so little?" Here's my honest answer—there are two reasons:
1. Some churches pay what they can pay. Their budget only allows so much, and that's the reality. If that's you, own it honestly with candidates upfront.
2. Some churches have resources but choose to be cheap. You've got money in your budget, but you still want to hire that youth pastor for $35,000. That says something about what you value.
My encouragement? Be as generous as you possibly can. You don't need to throw $150,000 at an $80,000 role, but you do need to pay the $80,000 rather than the $50,000 when you have the resources.
Let me paint a picture of what happens when we get this wrong:
Your new youth pastor is gifted, energetic, and deeply called. But his $700 monthly student loan payment on a $38,000 salary means his wife has to work full-time. That means less availability for evening youth events. Which means the volunteer parents start noticing. Which means your investment in him starts looking questionable to your board. Which means his confidence takes a hit. Which means his resume gets updated.
All because you both avoided a 15-minute conversation about monthly expenses nine months ago.
"Calling doesn't cancel debt. And pretending it does destroys both the candidate and your team culture."
Here's what I want you to do:
Audit your last three hires. Did you have an honest financial conversation before they said yes? If not, it might not be too late to have that conversation now.
If you're currently hiring, add this question to your process: "Help me understand your financial situation so we can determine if this role works for both of us."
âś“ ACTION ITEMS FOR YOUR HIRING PROCESS
Your transparency protects both the candidate and your team. When the math works from day one, everyone wins—the person you're hiring, your church, and your long-term team culture.
I've seen too many gifted ministers leave churches not because they lost their calling, but because the math never worked and nobody was honest enough to say it out loud earlier.
Don't let that be your story.
What's been your experience with financial conversations in hiring?
I'd love to hear your story—what's worked, what hasn't, and what questions you still have about navigating these conversations.
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