The Myth of the Confidential Search in the Camp Industry
Why transparency wins trust, improves candidate experience, and strengthens your community during leadership transitions.
Every year, we get the same call from a camp board or executive committee: “We need to replace our Camp Director, but we want to do it confidentially.”
We get it. Leadership transitions are sensitive. The intention behind running a confidential search is usually good: to protect the current director, avoid disruption, and preserve confidence among parents and donors.
But let’s be honest — in the camp world, confidential searches are rarely confidential. Camps are tight-knit communities built on connection, and information travels fast. Staff talk, alumni talk, and candidates can connect the dots faster than you think.
By the time candidates see a “confidential” job posting, they’ve probably already figured out which camp it is.
What Candidates See When You Say “Confidential”
From the candidate’s perspective, a confidential job post feels like smoke and mirrors. They want to understand where they’d be working, what the culture is, and who they’d be serving. Transparency builds trust; secrecy erodes it.
We often hear this from top candidates: “It sounds like a great role, but call me when you can tell me the name of the camp.”
Strong leaders aren’t just looking for a paycheck — they’re evaluating whether they can believe in your mission. When they can’t see who you are, they move on.
In short: the best candidates won’t apply to jobs that hide the details.
Why Camps Go Confidential
We understand why camps choose confidentiality. Often, the current director is still in the role, and you can’t afford a gap in leadership. Camps are personal, mission-driven places — no one wants to create hurt or confusion.
But running a quiet search while a director is still serving carries risk. News spreads quickly, and when a leader finds out secondhand that a replacement search has begun, it creates mistrust that ripples through the staff and community.
It’s not impossible to manage a transition like this — but it takes planning, empathy, and honesty.
The Better Way: Lead with Honesty and Dignity
The better path is to plan the transition openly with your current leader. Have the hard conversation with them early to co-create a path forward. Be direct, compassionate, and clear about what’s next. Buy yourself time, manage the process intentionally, and do it in a way that honors both the individual and the community.
A leadership transition doesn’t have to be messy. It can be collaborative and deeply respectful if both sides are given space to plan together. Offer your current director a severance or a defined transition window. Keep them involved in shaping the next chapter, even if their role shifts.
You’ll protect continuity, preserve relationships, and strengthen your camp’s reputation in the process.
When It’s Done Right: A Model for Transparent Transition
Here’s a recent example from an overnight camp that modeled this beautifully. The board and the director worked together to co-create a transition plan and communicate it clearly to their community.
The board’s message was gracious and forward-looking — highlighting the director’s accomplishments, announcing a timeline for departure in six months, and outlining the search process for the successor. The director’s message echoed gratitude, pride, and shared ownership of the future.
Both messages reflected the same tone: respect, gratitude, and continuity.
That kind of transparent, community-centered communication builds trust, not tension. It shows staff, parents, and alumni that your camp can evolve with integrity — that change is part of growth, not a crisis to be hidden.
How to Handle Leadership Transitions the Right Way
If you find yourself in this position, here’s how to navigate it thoughtfully:
Communicate early and intentionally. Have the hard conversations before the rumor mill starts.
Control the narrative. Coordinate a joint announcement between the board and the outgoing leader.
Honor the contribution. Publicly thank the outgoing leader and highlight their achievements.
Offer stability. Provide financial runway or a defined overlap to maintain operational continuity.
Stay mission-centered. Frame the transition around your camp’s long-term growth and vision.
When handled this way, leadership change becomes a story of resilience — not replacement.
The Bottom Line
Confidential searches might feel safer, but openness wins every time. Transparency improves candidate experience, honors the people who’ve served your camp, and earns trust from your broader community.
Handled with dignity, a leadership transition can become one of your camp’s strongest moments of unity and renewal.
