Why Camps Should Fly Out Leadership Candidates for Final In-Person Interviews

A small investment in the interview experience can make or break your next hire.

Hiring an Executive Director or Camp Director isn’t just another interview — it’s a courtship. When you reach the final stage of your search, you’re no longer screening candidates. You’re selling them on your mission, your community, and your culture.

And that means treating them like the leaders they are.

The Case for In-Person Interviews

In the corporate world, it’s standard practice to fly out executive candidates for their final interview. Camps, however, often hesitate — not out of reluctance, but because budgets are tight and travel costs can feel extravagant.

The truth is, it’s not extravagant. It’s necessary.

By the time you’ve narrowed your search to one or two finalists, you’re about to make one of the most consequential hires for your camp’s future. Flying them in and hosting them properly — hotel, meals, transportation — signals that you’re serious. It also gives both sides the chance to build real chemistry that a Zoom call just can’t replicate.

When you sit across from someone, share a meal, and walk the property together, you learn who they really are. You also give them the space to imagine themselves leading your camp — and that’s a powerful recruitment moment.

The Candidate Experience Matters

What happens during that final visit will shape how your finalist feels about your organization.

When the experience is handled thoughtfully — a warm welcome, smooth logistics, clear communication — they go home telling their family, “This is the place. They made me feel valued.”

When it’s not, small hiccups can become red flags. If a finalist stays in a cold cabin with no hot water, that’s what their partner hears about later. Suddenly the story isn’t about the opportunity — it’s about the lack of professionalism. And that’s not where you want to lose your next great hire.

Think of this as your brand moment. Your candidate is interviewing you just as much as you’re interviewing them.

How to Budget for It

The cost doesn’t need to be extravagant. Budget around $1,000 to cover travel, lodging, and meals for one or two finalists. In most cases, that’s all you’ll need — and it’s a small price to pay for a six-figure decision that shapes the next chapter of your camp.

What to include:

• Round-trip airfare or mileage reimbursement

• One night in a local hotel (not at camp)

• Ground transportation (Uber or rental car)

• A hosted meal or dinner with board members or leadership staff

This level of care doesn’t just make candidates feel special. It demonstrates the professionalism and hospitality that define your camp culture.

The Bottom Line

For senior-level searches, the final round is about connection, not assessment. You’re not just evaluating a leader — you’re convincing them that your camp is where they can make an impact.

So, take the extra step. Bring them in. Show them your space. Introduce them to your people.

A well-executed in-person interview is one of the smartest investments you can make in your next great hire.