Why Fall Is the Best Time to Hire Camp Leadership
The data shows that the months after camp ends are the best time to recruit Camp Directors, Executive Directors, and senior leaders.
Every year, as the summer dust settles and the last campers head home, camp directors and boards enter reflection mode. The weeks that follow are when most leadership transitions begin. Whether a camp had a record-breaking summer or one filled with challenges, this is when people decide if they’re staying, stepping back, or ready for what’s next.
That natural rhythm makes fall the most strategic time to hire camp leadership — not just because the jobs are open, but because the right candidates are finally ready to move.
The Data Behind the Season
Both national job market data and ACA listings show the same thing: fall is when leadership hiring peaks.
According to Indeed, Camp Director job searches in the U.S. climb sharply between August and November, with the number of job seekers per role nearly tripling during that window. After a quiet summer, interest rises through September and hits its highest point in October before tapering off toward the holidays.
That trend mirrors data from the American Camp Association’s year-round job reports, published every two weeks. Between August and November 2025, 218 new camp leadership jobs were posted nationally.
August: 49 new listings
September: 51 new listings
October: 56 new listings
November: 62 new listings
Together, these two data sources paint a clear picture: as camp seasons wrap and directors reflect, the leadership hiring market ignites. For camps that want top talent, fall is the moment to act.
Why Timing Matters
Hiring a camp director or executive director takes time. Boards need to align, budgets must be approved, and candidates often relocate or transition from other programs. Camps that start in fall have a wider pool of qualified candidates, more flexibility in selection, and better odds of completing onboarding before spring.
By contrast, those who begin in winter often face thinner talent pools and compressed timelines. The positions still get filled — it just takes longer and often comes with trade-offs.
The Psychology of the Camp Off-Season
Unlike other industries that recruit year-round, camp runs on reflection and renewal. After a demanding summer, leadership staff take a breath, assess the year, and decide what’s next. That creates a natural moment for both employers and candidates to act.
For directors considering a move, fall is when they’re open to new opportunities. For camps, it’s when fresh energy and long-term planning align. Once January hits, most leaders have recommitted, and the window begins to close.
How Camps Can Prepare
If you’re anticipating a leadership transition, the key is to plan ahead — ideally before the summer ends. That means aligning your board, clarifying salary parameters, and preparing a realistic recruitment timeline. When jobs post early in the fall, you’ll capture the best of the market before competition spikes.
Start by:
Reviewing upcoming leadership needs before the end of camp.
Drafting updated job descriptions over the summer.
Setting a hiring budget and approval process before posting.
Engaging candidates early, even before your job is live.
The Takeaway
Leadership hiring isn’t random — it follows the rhythm of the camp year. The months right after camp ends bring the best alignment of open roles and available talent. Camps that use this window to plan, post, and engage candidates will have a much stronger foundation heading into summer.
Whether you’re reading this in April, August, or December, the message holds true:
The best time to start planning your next leadership hire is before you need it.
