Most small churches write their church profile as if they are trying to attract a full-time pastor from a large church. They emphasize their potential, minimize their challenges, and describe a role that does not match their actual situation. Then they wonder why the candidates they attract are not a good fit.

If your church needs a bi-vocational pastor, your church profile needs to be written for bi-vocational candidates. That means being honest about your size, your budget, your expectations, and what you can and cannot offer. It also means understanding what bi-vocational candidates are actually looking for, which is different from what full-time candidates want.

What Bi-Vocational Candidates Are Looking For

A pastor who is willing to work a secular job while pastoring a small church is not settling. He is making a deliberate choice about how to serve. Understanding what drives that choice helps you write a profile that speaks to him.

Bi-vocational candidates are typically looking for:

• A congregation that understands the model. A church that expects full-time availability from a part-time pastor will burn out a bi-vocational pastor quickly. Candidates want to know that the congregation has realistic expectations.
• Flexibility in scheduling. The bi-vocational pastor cannot always be available during business hours. He needs a congregation that understands this and has systems in place to handle pastoral needs when he is at work.
• A clear role definition. What is the pastor responsible for? What can be delegated to deacons, elders, or volunteers? Clarity here is more important for a bi-vocational pastor than for a full-time one.
• Fair compensation within the church’s means. Not a full-time salary, but fair compensation for the hours and responsibilities involved. Candidates want to know the church has thought about this honestly.
• A congregation that values their outside work. The bi-vocational pastor’s secular job is not a distraction from ministry. It is part of his ministry. A congregation that sees it that way is a congregation a bi-vocational pastor wants to serve.

What to Include in Your Church Profile

1. An Honest Description of Your Church

Not the church you hope to be. The church you are. Average attendance, age demographics, financial health, recent history (including any conflicts or pastoral transitions), and the community context. A candidate who accepts a call based on an inflated picture of your church will be disappointed and may leave quickly.

2. A Clear Description of the Role

What is the pastor responsible for? What is not his responsibility? How many hours per week does the church realistically expect? What are the non-negotiables (Sunday morning, hospital visits, board meetings) and what is flexible?

For a bi-vocational position, be specific about the time commitment. “We expect approximately 15-20 hours per week of pastoral work” is more useful than “we are flexible.” Candidates need to know whether the role is compatible with their day job.

3. Your Compensation Package

Include the full compensation package: base salary, housing allowance (if applicable), health insurance or HRA, mileage reimbursement, continuing education allowance, and vacation. Do not hide the numbers. Candidates who are a poor financial fit will self-select out, saving everyone time.

4. Your Theological Commitments

Your statement of faith, your denominational affiliation (if any), your position on key theological issues, and your worship style. Be specific. A candidate who disagrees with your theological commitments will not be a good fit, and discovering that after a candidating weekend wastes everyone’s time.

5. What You Are Looking For

Not a generic list of pastoral qualities. A specific description of what your church needs in its next pastor. What challenges is the church facing? What kind of leadership does it need? What gifts and experience are most important for this specific context?

6. What You Are Not

This is the section most church profiles omit. Be honest about your limitations. “We are a congregation of 45 people with a budget of $85,000. We cannot offer health insurance. We have had three pastors in the last eight years.” A candidate who reads this and still wants to talk is a candidate who is genuinely interested in your specific situation.

What to Avoid

• Vague language about “potential.” Every church has potential. Candidates want to know what is actually there, not what might be there someday.
• Unrealistic expectations. If you want a bi-vocational pastor but expect full-time availability, say so honestly and expect to have a difficult search.
• Hiding your challenges. Candidates will find out about your challenges eventually. Better to disclose them upfront and let candidates self-select.
• Generic pastoral qualifications. “We are looking for a man of God with a heart for people” describes every pastor. Be specific about what your church actually needs.

Format and Length

A church profile for a bi-vocational position should be 3-5 pages. Long enough to give candidates a genuine picture of the church, short enough that they will actually read it. Use headers to organize the content. Include photos of the church building, the congregation, and the community.