As a person who has done MANY recruiting phone screens (& worked with nonprofits), here's my advice: be prepared to briefly and succinctly walk the recruiter through your work history--calling out a general theme, esp. if your experience is varied (e.g. "people-focused," "project management-driven," "operations")--connecting it (high level) to the current role. Think through & highlight transferrable skills that could benefit the role & the org's mission. As Mary mentioned, this screen is very, very unlikely to include any "tough" questions & will absolutely be a basic test of your professionalism, communication, & eligibility (there's only so much one can glean from a resume!). Also, I agree that this is a time to ask general questions about the org, knowing--as with any role--that you are simultaneously screening the org as they are screening you. There's no real harm in asking specific questions about the role, but just know that the recruiter (for a big org) is unlikely to have the answers you seek. Also, sometimes, but not always, screens will include a question about your salary expectations, so that's something to think through. If you have no idea what sort of salary range might be appropriate for this role, I recommend turning the question around and, instead, asking the recruiter IF there's a firm salary range set for the role. Hope this helps! Good luck!