How to Hire a Camp Leader / Camp Director
Hiring a Camp Director (sometimes called a Camp Leader) is like selecting the head ranger for a vast national park. They need to read the weather, inspire the staff, reassure families, and still submit budgets on time. The right Director keeps campers safe, staff motivated, and the business resilient through heat waves, funding swings, and last-minute bunk changes.
This guide walks you through how to hire a Camp Director—from when to start, where to post, and what to include in the job description, to what competitive compensation looks like. Along the way, we share hard-earned insights from years of helping camps hire game-changing leaders.
Need a Director yesterday? We can help. CampHire is the #1 domestic partner for summer camp recruiting. Contact us today to get started, or read more about our Camp Leadership Search services.
How to Hire a Camp Director / Camp Leader
Great searches start with clarity: What skills, values, and outcomes define success for your camp’s next phase? Draft a leadership profile that balances your camp’s core traditions (think counselor spirit and campfire magic) with emerging needs like digital registration or year‑round programming. The clearer your north star, the easier it is to spot candidates who naturally steer in that direction.
Next, design a hiring timeline that respects camp seasonality. Posting in July misses candidates knee‑deep in their current program, while posting in January may collide with budget cycles. A sweet spot is early fall: post‑season debriefs are fresh, and directors contemplating a change have runway to relocate before next summer.
Map search phases—profile, outreach, interviews, reference checks, offer—in a visible Gantt chart.
Involve key voices: board chair, program lead, parent rep, and an alumni delegate.
Build scorecards that weight values (culture fit) alongside competencies (risk management, fundraising).
Resources: Automate reference checks to save time—our guide on reference‑check tech shows you how.
When and Where to Hire a Camp Director
Hiring a Camp Director is all about timing. The camp industry operates on a unique calendar, and aligning your search with the rhythms of the field can make or break your success.
Timing Is Everything
The most active hiring season for camp leadership begins in early fall, right after the summer ends. Here’s how the cycle typically unfolds:
August–September: Camp Directors return from the summer, take time off, and begin to reflect on next steps.
September–December: The peak hiring window. According to Indeed and other job board data, this is when most director-level roles are posted and filled.
January onward: The market slows. Strong candidates have taken new roles, and camps are less willing to make changes with summer approaching.
Takeaway: Launch your search in September or October to catch top talent before they commit elsewhere.
Where to Post and Promote
To maximize visibility, post across platforms where camp professionals actively search for jobs:
Indeed.com (Paid Post): Still the #1 job board by volume. Paid promotion increases visibility.
ACA Job Board: Popular among camp professionals. Listings go out every two weeks to an engaged audience.
LinkedIn: Post the role and also use LinkedIn to source passive candidates directly.
Idealist.org: Effective for nonprofit-affiliated camps or mission-based programs.
Your Own Community: Send a newsletter to alumni, staff, families, and board members to surface internal referrals or “boomerang” candidates.
Passive Sourcing: Don’t Wait—Go Find Them
At CampHire, we don’t just wait for applicants—we actively build a list of “North Star” candidates, people who align with the vision even if they aren’t actively searching, and reach out directly. This approach not only clarifies what you’re truly looking for, it also surfaces top-tier talent you’d never find through a job posting and builds a future pipeline, even if someone ultimately declines.
Pro tip: Even if they decline, ask who they’d recommend. Peer referrals often lead to gold.
Invite Finalists to Camp
And when a candidate says no, it’s always worth asking who they’d recommend—peer referrals often lead to gold.
Once you’ve narrowed down your finalists, take the extra step of inviting them to camp, even in the off-season. Walking the property together reveals how they think and act: do they see opportunities or problems? Can they imagine themselves on campus? Are they asking strategic, staff-first questions? This kind of on-site visit helps both sides assess culture fit in a way no Zoom call ever could.
Know the Competition Before You Start
Equally important is knowing the competition before you begin your search. Scan the market by reviewing similar roles on Indeed, LinkedIn, and ACA’s job board, paying close attention to titles, salaries, housing offerings, and benefits. This kind of research gives you a clear sense of how competitive your package really is, helps set realistic expectations for how long the search may take, and highlights areas where you may need to stretch—whether in compensation, flexibility, or how you position your mission.
Writing a Job Description That Attracts the Right Camp Director
Resist the urge to list every single task. A cluttered job description overwhelms candidates and muddies your message. Instead, focus on what matters most for your camp’s success. Think of your JD as a handshake before the interview. It should paint life at camp in January as vividly as July—covering snow‑plow coordination for winter rentals alongside sunset skits on the final night. Transparency about challenges (outdated cabins, ambitious growth goals) attracts mission‑fit candidates willing to roll up their sleeves.
Include:
Mission snapshot—who you serve and why it matters.
Year‑round duties—strategy, facilities, recruitment, fundraising.
Key metrics—enrollment targets, budget size, staff retention goals.
Required qualifications—ACA standards, youth‑development expertise, fiscal management.
Compensation range—salary, housing, benefits, professional development.
DEI commitment—how equity values show up in hiring and programming.
Grab our detailed Camp Director Job Description template and tailor it to your camp type—resident, day, specialty, or hybrid.
Focus on 4–6 Core Responsibilities
Highlight the key areas that define success in your next phase. These may include:
Staff recruitment and retention
Fundraising and alumni engagement
Program development and innovation
DEI and culture-building
Budget and operations
Capital improvements or long-range planning
When crafting the job description, tailor it to your camp’s specific model. A growth-stage camp might highlight the need for strong fundraising and hiring skills, while a steady-state camp could place greater emphasis on program quality and camper retention. For a specialty camp, it may be most important to find someone with subject-matter expertise and depth.
Separate In-Season vs. Off-Season Responsibilities
Great camp leadership is highly seasonal. Reflect that in the JD:
Summer Season (June–August): Staff supervision, program execution, camper safety, community culture.
Off-Season (September–May): Recruitment, family engagement, budgeting, capital planning, staff onboarding, and professional development.
This helps candidates understand the rhythm of the job—and avoids setting unrealistic year-round expectations.
Job Titles That Actually Work: Stick to What People Search For
When it comes to attracting talent, your job title is your first impression. It determines whether candidates see your post in a search, whether they understand what you’re hiring for, and whether they click.
Use Familiar, Searchable Titles
We recommend sticking to common, recognizable titles that camp professionals know and trust. These include:
Camp Director
Executive Director
Director of Operations
Program Director
Assistant Camp Director
Staffing Director
Leadership Team Member (Camp Director track)
Even if your camp uses creative internal titles like “Head of Experience” or “Camp Innovation Lead,” it’s best to keep things simple when recruiting. Most candidates search using straightforward keywords such as “Camp Director” or “Program Director,” and job boards like Indeed, ACA, and LinkedIn rely on those keywords to filter results. Using unfamiliar titles can confuse candidates and ultimately limit your reach.
Internal vs. External Naming
It’s perfectly fine to get creative with job titles once someone is hired, but when you’re recruiting, clarity always wins. For instance, you might refer to your top leader internally as the “Chief Culture Officer,” but posting the role externally as “Camp Director” will generate far better results. After all, candidates can’t apply for a job they don’t recognize.
Camp Leader Definition
A Camp Leader oversees the holistic camper experience—from safety drills and meal logistics to theme‑day excitement and parent communication. In many camps, “Leader” is synonymous with “Director,” but some facilities differentiate: Leaders handle daily camper programs while Directors oversee budget and strategy. Regardless of title nuance, the role requires both front‑line charisma and behind‑the‑scenes rigor.
Two forces shape the modern Camp Leader: increased regulatory scrutiny (background checks, health codes) and rising parent expectations (real‑time updates, allergy protocols). The best leaders pivot smoothly between compliance checklists and storytelling that keeps stakeholders engaged.
Core Skill Domains:
| Domain | Day-to-Day Example |
|---|---|
| Safety & Risk | Conducts waterfront audits, updates emergency protocols |
| Staff Culture | Runs high-energy morning rallies, mentors junior counselors |
| Program Design | Introduces STEM electives without losing camp traditions |
| Financial Acumen | Forecasts snack-shop revenue, negotiates vendor contracts |
| Parent Relations | Hosts webinar Q&As, sends weekly highlight reels |
Qualifications to Be a Camp Director
A standout Camp Director pairs textbook credentials with the kind of leadership you can feel on the dining-hall porch at 7 a.m.—steadfast, approachable, and ready for whatever the day throws at them. Strong candidates unite three pillars: formal training, seasoned experience, and soft-skill mastery. Formal training ensures they understand youth-development theory and regulatory nuances; experience proves they can translate plans into seamless sessions; and soft skills—empathy, quick decision-making, and infectious enthusiasm—tie it all together so staff and campers thrive.
When reviewing résumés, look beyond titles and years. Ask how a candidate’s degree shaped their programming philosophy, how their prior roles improved camper retention, or how they built inclusive staff cultures in high-pressure weeks. The most promising leaders articulate lessons learned from rainy-day schedule pivots, parent-communication missteps, and budget crunches—demonstrating resilience and a growth mindset.
Baseline Credentials:
Bachelor’s degree in education, recreation, or a related field.
3–5 summers of leadership experience (assistant director, program head, or equivalent).
ACA accreditation knowledge and current first-aid/CPR certifications.
Strong written and verbal communication skills.
Differentiators:
Fundraising track record—grants, alumni campaigns, corporate partnerships.
Multilingual ability—enhances parent communication and global staff integration.
Risk-management certifications—wilderness first responder, challenge-course inspector.
Summer Camp Leader Responsibilities
A Leader’s responsibility list is as varied as the camper roster. Off‑season months focus on strategic groundwork—budgeting, facility upgrades, and recruitment pipelines. Peak season amplifies real‑time problem‑solving, from bunkmate conflicts to power‑outage contingency plans.
Beyond logistics, Leaders set emotional tone. They coach counselors through the mid‑summer slump, celebrate camper milestones, and model inclusive language and behavior. Their energy ripples across the entire community, influencing retention, referrals, and reputation. In addition, they learn workplace skills that inspire others around them, and serve them for a l
Safety Oversight—waterfront audits, health‑center protocols, crisis drills.
Program Quality—aligns activities with developmental outcomes and fun factor.
Staff Recruitment & Training—sources diverse candidates, leads orientation, fosters feedback culture.
Budget Management—balances tuition, scholarships, auxiliary income.
Parent & Community Engagement—email newsletters, socials, open houses.
Summer Camp Director Salary & Benefits: What’s Competitive Now
Today’s leaders are comparing full compensation packages—not just salary.
Salary + Bonus
According to ACA’s 2024 data, most Camp Director salaries range from $55,000 to $125,000. Year-round executive roles often command higher pay, particularly in metropolitan areas or within multi-site organizations. In addition to base salary, performance-based bonuses are becoming increasingly common, often tied to outcomes such as camper retention, staff return rates, or enrollment growth.
Housing
Summer housing is typically included as part of a camp director’s compensation package. Year-round housing, while sometimes offered, is often overvalued in practice. Most candidates prefer the flexibility of choosing their own off-season housing, even when on-site options are available at no cost.
Tip: Position housing as an optional perk, not a core part of compensation
Benefits
Today’s most attractive packages include:
Health, dental, and vision insurance
Retirement or 403(b) match
Tuition discounts for staff children
PTO and fall/winter flexibility
Professional development stipends
Bottom line: You can’t underpay and make up for it with free lodging. Great candidates expect a sustainable salary, real benefits, and long-term viability.
Budgeting for Camp Director Recruitment
Hiring the right camp leader is one of the most important investments your camp will make—and it requires a realistic, well-planned budget. A strong search takes time, visibility, and money, especially if you’re aiming for quality over speed.
Promotion Costs by Platform
At minimum, set aside funds for promoting your job on the right platforms. Even if you have a strong alumni network, visibility matters when you’re hiring for senior leadership:
| Platform | Cost Estimate |
|---|---|
| ACA Job Board | $150 for a 2-week posting |
| Idealist | $125–$150 for a 30-day posting |
| Pay-per-click (recommended $200–$500+ budget) | |
| Indeed | Pay-per-click (typical range: $10–$50/day) |
Timing Impacts Cost
When you post affects both your reach and your budget.
Peak hiring season (Sept–Dec): Candidates are active, responsive, and open to change. You may fill the role faster with less ad spend.
Off-cycle (Jan–Apr, summer): Fewer candidates are looking. Searches take longer, and you’ll likely need to spend more on promotion and outreach.
If you’re hiring off-cycle, expect to increase your marketing and sourcing budget by 30–50%.
Local vs. National Reach
Local Search:
Works for day camps or region-specific roles
Lower advertising and interview travel costs
May limit candidate pool
National Search:
Typical for overnight camps and senior roles
Requires broader outreach and higher promotion spend
Often includes relocation support in the comp package
Many Executive Directors relocate between camps throughout their careers. Limiting your search to your zip code often limits your impact.
Should You Work with a Search Firm?
Many camps attempt to run searches on their own—with varying levels of success. When hiring for a mission-critical leadership position, working with a recruiting agency is often the right call.
Why?
You need someone to lead the process, not just post a job
You need to source candidates, not just wait for applications
You need someone to organize the board, align evaluation criteria, and keep the search on track
CampHire offers full-service Executive Search for camps and nonprofits, including:
Talent sourcing and outreach
Candidate vetting and scorecard development
Board communication and interview facilitation
Offer negotiation and onboarding support
Budget for Executive Search Services
If you choose to work with an agency like CampHire, you’ll typically budget 25–30% of the candidate’s total compensation. This may seem like a large number, but it’s an investment in long-term success.
A failed hire costs far more—in morale, lost summers, and reputation.
Sample Budget for a National Search
| Item | Cost Estimate |
|---|---|
| Job board promotion (multi-platform) | $600–$1,200 |
| LinkedIn outreach tools | $300–$800 |
| Finalist travel & interviews | $500–$1,000 |
| Relocation support (if offered) | $2,000–$5,000+ |
| Executive Search partner (CampHire) | 25–30% of total comp |
FAQs
What is a camp leader called?
Titles vary—Director, Head of Camp, Camp Manager—but responsibilities align around safety, staff, and strategy.
How to hire a camp manager?
Follow a structured process: profile alignment, inclusive outreach, competency screening, scenario interviews, and thorough reference checks.
What’s the difference between Camp Leader and Program Director?
Leaders oversee whole‑camp operations; Program Directors focus on specific activity areas or age groups.
Do Camp Directors need to live on site?
Residential camps often include housing; day camps may offer a housing stipend or require proximity for after‑hours emergencies.
Can a Camp Director be seasonal only?
Small programs might start seasonal, but year‑round leadership stabilizes enrollment, fundraising, and facility maintenance.
Final Word
Hiring an inspiring Camp Director transforms sunny days and stormy nights alike into unforgettable memories—and sustained growth. CampHire can connect you with leaders who turn campfire sparks into thriving communities. Schedule a free consultation today.
